Are you overwhelmed by data and desperate for information you can use? Have you decided to hire a data scientist? Please don’t drive away the best candidates with inappropriate data scientist interview questions and behavior.

As a hiring manager, you’re probably aware of competition from other employers who want to hire a data scientist. If you’ve been concentrating on data scientist salaries, benefits and career paths, you know it can be tough to compete in those areas.

What you may not know is that many of those competing employers are doing a great job of driving away the best candidates for data science jobs. What you need is ways to set yourself apart from those competing employers.

You can start with the same positive approaches you would use to fill any other role. Simple basics can help you attract more candidates for your data science job:

Network for candidates: People in your network know and respect you. They’ll present you to prospective hires in a positive way.

Interview at schools your competitors ignore: There are more than 5000 colleges in the United States. Perhaps you have missed some good sources for new talent.

Think beyond common keywords: While the data scientist title has become popular, there’s no official definition for it, and it may not even be the best choice for your situation. Explore related terms like “data analyst,” “statistician” and others to see what works best in your ads and data scientist job description.

When it comes time to interview, you need to make yourself and your data scientist job appeal to the candidate. In concept, this is pretty easy - just don’t be a jerk. In practice, a lot of hiring managers and recruiters seem to find that difficult.

Every candidate who’s interviewed for data scientist jobs has stories of backing out at the interview stage. Those stories get around. If the details of your interviews are going to end up on Glassdoor, plan ahead and make sure they’ll be good for your image.

Avoid these 5 common “Don’ts” for data scientist job interviews:

1: Don’t demand that candidates know what you know

One of the most common ways to drive away candidates is to bombard them with very specific technical questions. That barrage of questions has more to do with interviewer wanting to feel smart than learning what the candidate knows.

It’s better to ask candidates to explain more about areas of expertise mentioned on the resume. If you need expertise that’s not mentioned, open with broad questions and give the candidate a chance to introduce detail as appropriate.